Levels of work-life balance
Occasionally, when I read something about work-life balance at my place of business, I bristle, but I’m not sure why.
It’s a good thing that employers are addressing it, but sometimes it just rings hollow for me to see yet another flyer for a lunch and learn series touting how to “achieve work-life balance” or an announcement about how the organization helps employees with work-life balance because they have “flexible scheduling” (you know, as long as you know your schedule needs 6 weeks in advance).
I couldn’t quite pinpoint what bothered me about it until I read an article in the American Chronicle describes work-life balance as having 3 levels: Programatic, Cultural and Individual Responsibility and Accountability.
After reading this, I realized I’m sometimes bothered by the fact that employers often only address work-life balance at the program level and not the other levels.
Work-life balance initiatives might differ from organization to organization, but whatever the program, it has to be more than lip-service and people have to take advantage of what’s offered.
One one hand, I want to say “well at least your company pays lip service” which is more than a lot of businesses do. But… then I thought about it, and it is probably worse. Because they try to give the “impression” that they give a damn, and realize that this is a real “issue” but don’t actually want to do anything about it.
The other problem, which you glanced is “taking advantage of it.” I have had several firms that I worked for that set out “friendly” guidelines, and “flex time” abilities, only to penalize people (not “outright” mind you) or have managers that complain or throw out back handed remarks when you do utilize these abilities.
For example, at one job I adjusted my hours so I could work 6-3 so I would have some actual awake hours with my daughter rather than getting home just in time for her to go to bed. Despite putting in my hours, I almost always heard a comment from those above me like, “Oh, another half day… must be nice.” Because I wasn’t there the same hours they were.
I know I have littered your comments with this same issue over and over, but it really is something that needs fixing, and soon. As long as corporations view their employees as “cost centers” rather than assets, it is a condition that is going to continue to deteriorate.
I see a lot of comments and complaints about work life balance these days and I am becoming more and more sceptical that it is something that there is a “1 size fits all” solution for. There will always be organisational culture that suggests that you need to be seen in the office 12 hours a day to be considered to be effective and productive. I think that, in the absence of general concensus from our workplace, we need to take responsibility for our own work life balance. Get agreement from your manager on the flexible work options that you intend on exercising and be prepared to cop the occasional comment (joking or malicious) from colleagues who may have different priorities to you.
When it comes to weighing up whether to stay at work or have a nice meal with my family I know which I would prefer.